| Abstract | ||
| Survey Number | 0280 | |
| Survey Title | Questionnaire Survey on New Work Styles, 1999 | |
| Depositor | Hiroki Sato (Former Name:Former Tokyo Metropolitan Institute of Labor) | |
| Restriction of Use |
For detailed information, please refer to 'For Data Users' at SSJDA website.
- Apply to SSJDA. SSJDA's approval is required. |
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| Educational Purpose | Only available for research. | |
| Period of Data Use Permission | One year | |
| Access to Datasets | Download | |
| SSJDA Data Analysis | Not available | |
| Examples of Citations and Acknowledgments |
When presenting the results of the secondary analysis, please specify the source of the individual data used by including the following sentence: The data for this secondary analysis, "Questionnaire Survey on New Work Styles, 1999, (Hiroki Sato)" was provided by the Social Science Japan Data Archive, Center for Social Research and Data Archives, Institute of Social Science, The University of Tokyo. https://doi.org/10.34500/SSJDA.0280 *In cases where you have used multiple surveys from the same series, you can shorten the sentence by focusing only on the series name or by grouping the survey years together. If you have any questions, please contact us. E-mail: ssjda@iss.u-tokyo.ac.jp |
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| Summary |
Amid changes in corporate personnel and labor management, workers' attitudes toward work, employment, and forms of employment are diversifying, and the boundary between employed and non-employed workers is becoming blurred. For example, with regard to employed workers, the shift to discretionary work in research and sales is one manifestation of this trend. However, the background to this trend is that the nature of employed workers' work is steadily becoming more like that of non-employees amid changes in personnel and labor management. As for non-employees, freelancers, for example, often work under the direction of the company with which they have a contract. In contrast, managers of chain stores, for example, are contractually independent but are under the firm guidance of the parent company in the selection of products and services, price determination, etc. Both have an employer-like character to a considerable extent. They both have a considerable degree of employer-like characteristics. In this survey, we call such employees with non-employee characteristics and non-employees with employee characteristics “border workers”. This study aims to (1) identify the types of "borderline workers" and (2) clarify their current status and characteristics of the labor market, labor management, and labor-management relations. In this study, the travel industry was selected as the service occupation type, the food service industry as the sales occupation type, and the design industry as the professional occupation type. A survey was conducted using the questionnaire method. |
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| Data Type | quantitative research: micro data | |
| Universe |
Professional type (design industry), Service type (travel industry): Business managers and employees of companies with 29 or fewer regular employees located in Tokyo (excluding islands) Sales staff type (restaurants): Managers and employees of companies that operate more than 10 stores, such as family restaurants and “izakaya” chains in Tokyo (excluding islands). |
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| Unit of Observation | Individual | |
| Sample Size |
The questionnaire was distributed to 1557 professionals (design industry), 1817 service workers (travel industry), 1600 sales workers (restaurants) Number of responses: 682: 227 professionals (design industry), 197 service workers (travel industry), 248 sales workers (restaurants), 10 unknown |
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| Date of Collection |
1999-09-01 ~ 1999-09-01 1999/09/01 |
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| Time Period |
1999 ~ 1999 |
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| Spatial Unit | Tokyo (excluding islands) | |
| Sampling Procedure |
For the "professional type (design industry)" and "service type (travel industry)," we randomly selected 1,000 each of the target mentioned above companies from the list of establishments compiled by the 1996 Business Establishment Survey and asked the heads of the establishments to distribute them according to the following criteria (1) and (2). (1) Distribution criteria Companies with 1 to 4 employees received 1 questionnaire. Companies with 5 to 9 employees received 2 questionnaires. Companies with 10 to 19 employees received 3 questionnaires. Companies with 20 to 29 employees received 4 questionnaires. (2) Targets for distribution In case of 1 vote, 1) Sales managers, store managers, and other office supervisors In case of 2 votes, 1) and 2) Persons in charge of specialized work If 3 votes are distributed, 1), 2), and 3) Non-regular employees such as part-timers In the case of 4 votes: 1), 2), 3), and regular employees other than 1) and 2) For the sales-type (restaurant) companies, the above target companies were extracted from the Japan Food Service Association's membership list, and we directly requested the cooperation of their head offices in the survey. The survey was conducted by the head office of 40 companies that agreed to cooperate with it. The questionnaires were distributed from the head office to the managers of 10 stores each and then by the managers to 4 employees below the manager based on the following (1). (1) The questionnaire was distributed from the head office of 40 companies that agreed to cooperate in the survey to the manager of each of the 10 stores. (1) Distribution targets One store manager, one person in charge of professional duties such as cooking, one part-time/other non-regular employee, and one other regular employee |
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| Mode of Data Collection |
For the professional (design industry) and service (travel industry) types, a letter requesting cooperation in the survey and a questionnaire were mailed to the head of the business and distributed by the head of the business to the employees. For the sales type (restaurants), the questionnaire was distributed from the head office to the manager of each store as described above and then distributed from the manager to the employees. Both questionnaires were returned directly by mail. |
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| Investigator |
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| DOI | https://doi.org/10.34500/SSJDA.0280 | |
| Sponsors (Funds) |
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| Related Publications (by the Investigator) | Please refer to the abstract in Japanese. | |
| Related Publications (based on Secondary Analysis) | List of related publications (based on Secondary Analysis) | |
| Documentation | [Questionnaire] | |
| Major Survey Items |
(1) Attributes Gender, age, terminal education record, whether or not they attended school to acquire job knowledge and skills, length of employment, and annual income in the last year (2) Employer and job Industry and job description, size of full-time employees at the company, size of employees at the office where they work, characteristics of the office where they work, how they found their current company, status and position at work, clarity of work contract, duration of contract, degree of job discretion in terms of goal setting, frequency of progress checks, hours worked last week, performance at their job and the company's performance, the effect of the company's performance on their income, the effect of one's job performance and the company's performance on income fluctuations, fluctuations in workload (off-season differences), and the degree of job discretion in terms of the nature of the job (3) Work career The number of years of work experience, how skills and abilities are acquired, the time required to become a full-fledged worker, critical abilities to become a full-fledged worker, future aspirations (job description, company and industry worked in, position and status at work), loss of abilities due to blanks, and possible period of maintaining ability during blanks (4) Job change Way of getting a job at the current company, comparison with the company before changing jobs (size of full-time employees, job description, income, position or title, job satisfaction), position at the company before changing jobs, reasons and motives for changing jobs, and overall satisfaction with changing jobs (5) How working conditions and other factors are determined Organizations and people involved in shaping working conditions and job conditions, degree of influence on wages and remuneration (age and length of service, years of experience in current job, job performance, remuneration standards of professional and industry associations, arrangements with labor unions, internal qualifications, official professional qualifications and industry qualifications), and changes in wages and remuneration with age (6) Occupational Attitudes Evaluation of current job (29 items), satisfaction with various factors related to professional life (6 items), overall satisfaction with current job |
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| Date of Release | 2003/05/09 | |
| Topics in CESSDA |
Click here for details Employment Labour relations/conflict Working conditions SOCIAL STRATIFICATION AND GROUPINGS Social and occupational mobility |
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| Topics in SSJDA | Employment/Labor | |
| Version | 1 ： 2003-05-09 | |
| Notes for Users | The sample source, survey distribution method, and number of questionnaires distributed differ by job category (industry). The results of the survey are skewed due to these differences. |